My team had 5 female UX design students from MSc and MA programs, each from diverse ethnic and national backgrounds. We discussed roles informally at the beginning, covering the project structure, work preferences, and confidence in taking on tasks. This allowed us to assess everyone’s experiences and strengths, helping us plan an effective approach to meet our client’s needs.

We used the Belbin test (Belbin, 2022) to assess our behaviour in a team and my role was Shaper, when generating ideas in the group I tend to make sure we have looked at the whole picture and considered the pros and cons, so I am inclined to challenge every concept through asking questions. McGrath and Hollingshead (1994) stated that ‘different task types will have varying levels of uncertainty and equivocality.’

Our group successfully completed the design tasks, as confirmed by positive client feedback. In future team projects, I suggest we leverage our differences for maximum potential. Gruenfeld et al. (1996) state that "national diversity boosts team performance because multinational teams have a wider range of relevant knowledge." I've learned that it's important to recognize and embrace our differences, as this fosters better understanding and appreciation among team members. This approach leads to impressive outcomes in creativity and problem-solving by offering fresh perspectives, which increases the chances of finding innovative and effective solutions that connect with our target users.